Background. Priorities in life and professional values are the socio-psychological guidelines for the professional development of a specialist. The value environment in each organization is unique, it depends on many factors and is a component of the organizational culture, for the effective management and development of which it is necessary to study and take into account both individual life values of employees and the values of different categories of personnel and the organization as a whole. Aim. To study the peculiarities of the life values of employees of medical-scientific institution and assess their compliance with the values of the organization. Materials and Methods. Sociological survey, statistical analysis. The object of the research was the personnel of a modern scientific and medical organization, and the life values of employees and the values of the organization. The work was performed on the base of Research Institute for Complex Problems of Cardiovascular Diseases. The survey covered 74.8% of the basic personnel (doctors, research personnel, nurses, administrative and management personnel, servicing personnel). Results. The first three leading life values of all the personnel were health, happy family life and material well-being. More than half the respondents consider the most important values for the organization to be professionalism and responsible attitude to work, correct and respectful attitude to colleagues, correct and respectful attitude to patients, discipline and order in work, strict observance of laws and normative requirements, aspiration to professional perfection. In the personnel, the priority values for the organization do not depend on age. 73.7% of employees have a personal system of values that coincides with the values of the organization. Conclusions. In the opinion of the personnel, most important values of a medical and scientific institution are socio-normative values with a strong emphasis on the priority of personal professionalism. The majority of respondents believe that their personal values correspond to the values important for the organization, which is an indicator of the social and psychological congruence of employees, but is also a sign of the culture of conformism in the institution, which would more likely be a limiting factor in a research organization.
Background. The work environment represents the environment where employees perform their duties, complete the set tasks. This environment involves a variety of factors (sanitation, hygiene, organizational, psychological, etc.). According to the ISO 9001:2015 requirements, the organization must identify, create, provide and maintain the environment for the operation of the processes, as well as to establish, implement, maintain and continuously improve the work environment. Therefore, employees envisage of the work environment is an important source of information for the quality management system, aimed at improving the customers’ satisfaction.Aim. To study the opinion of the personnel about the work environment of the tertiary cardiovascular healthcare center.Methods. The object of the study is the working environment of the medical institution, the subject of the research is the factors constituting the work environment. The sampling unit is the employee. The study was performed in the Research Institute for Complex Issues of Cardiovascular Diseases. The research was carried out according to the original questionnaire by the method of sociological survey of personnel. All the subjects were interviewed using the original questionnaire. The questionnaire is divided into several domains including employment terms, mental health and psychological climate, duties and work management.Results. The gaps limiting the formation of the positive work environment have been determined after the baseline survey. 21.6% of the employees were not satisfed with the working conditions in general, and 27.1% – with the labor organization. 32.3% of the employees pointed low team cohesion, and 28.6% of the respondents indicated low organization cohesion. The statistically signifcant changes in the personnel responses to the most of the factors constituting the work environment have been traced followed the targeted activities carried out over several years. Thus, the proportion of positive answers on the compliance of the workplace with hygiene requirements (by 9.3%) and on the comfort of being at the workplace (by 13.9%) increased. The number of the employees satisfed with working conditions increased (by 9.8%). The proportion of employees satisfed with labour management, their duties and tasks improved as well. The development of the personnel-oriented management in the organization is associated with the tendency towards the team cohesion in the center’s divisions. However, the satisfaction of the personnel with the relations in the team remained similar as in 2012.Conclusion. The study reports the opinion of the healthcare personnel on the work environment and forms the basis for the further improvements and implementation of the personnel-oriented management system.
Цель. Изучить отношение персонала к результатам труда при выполнении научно-исследовательской и медицинской дея-тельности в области проблем сердечно-сосудистых заболеваний.Материалы и методы. По оригинальной анкете сплошным методом проведен социологический опрос 312 основных со-трудников НИИ комплексных проблем сердечно-сосудистых заболеваний. Анкета направлена на изучение субъективной оценки результативности труда.Основные результаты. Выявлено, что большая часть сотрудников учреждения активна в оценках результативности своего собственного труда, труда коллег в подразделении, а также сотрудников организации в целом. Большинство респондентов видят перспективы своего профессионального роста и стремятся к поиску возможностей для повышения квалификации. Работники близ-ко к сердцу принимают успехи и неудачи своего подразделения и учреждения в целом. Значительная доля работников, принявших участие в опросе, ходят на работу с положительными эмоциями, считают работу в учреждении престижной и гордятся своей орга-низацией.Заключение. Выявлены сильные и слабые стороны коллектива научно-медицинской организации. К первым относится удовлетворение результатами своего труда, сотрудников устраивает уровень ответственности на работе, они активны в оценках результативности собственного труда, труда коллег в подразделении и организации в целом, видят перспективы своего профес-сионального роста. К слабым сторонам относится неполная вовлеченность персонала в работу всей организации и низкий уровень его информированности о результатах работы других подразделений, недостаточное знание основных индикаторов оценки резуль-тативности организации в целом.Ключевые слова: здравоохранение, управление персоналом, оценка результативности труда, мотивация труда, научно-медицинская организация. LABOUR EFFECTIVENESS IN PERSONNEL ASSESSMENTS OF SCIENTIFIC HEALTHCARE ORGANIZATION OF CARDIOLOGICAL PROFILE YA. V. DANILCHENKO, D. V. KRUCHKOV, D. V. KARAS, T. S. KOSTOMAROVA, S. A. MAKAROV, G. V. ARTAMONOVA Federal State Budgetary Scientific Institution Research Institute for Complex Issues of Cardiovascular Diseases, Kemerovo, RussiaPurpose. to study the attitude of the staff to the results of labour within the research and medical activities in the field of cardiovascular diseases.Materials and methods. According to the original questionnaire continuous method carried out a sociological survey 312 key employees of the Research Institute of complex problems of cardiovascular disease. About the study focused on the subjective assessment of work performance Main results. It's found out that most of the employees of the organization are active in the effectiveness assessment of their own labour, labour of their colleagues in the department, as well as labour of the employees in whole organization. Most of the respondents see the prospects of their professional growth and seek the opportunities for advanced professional training. the employees take personally the successes and failures if their department and organization as a whole. A significant proportion...
To improve the management systems of modern healthcare institutions, it is important to use the best methods and tools. The practice of quality management standards application indicates that they have to be adapted to the conditions of a particular organization. It should be based on actual involvement of staff in the improvement process. Moreover, demands and complaints of the personnel should be taken into consideration. First of all, one should define the difficulties which prevent the effective management and the methods of their elimination. Second, one should involve the staff in the reformation process. The study investigates ideas and demands expressed by the scientific medical institution management about work improvement. The main research method was an opinion poll based on an original questionnaire. The research subject was the management system of the Institute for Complex Issues of Cardiovascular Diseases of the Federal Agency for Scientific Organizations of Russia; the unit of observation was managers of the institution; the research scope involved 41 people working for research. The opinion survey was performed twice: when the improvements were planned (2010) and after the implementation of quality management system project based on the requirements of ISO 9001 standard (2015). The first survey (2010) revealed difficulties in the staff performance. They were grouped into five quality blocks. Each block included improvement measures. The obtained information became the basis for the design of the process model of quality management system. The second survey (2015) showed a change in the structure of difficulties and a weakening of their priority. The study of the demands made by the management personnel of the Research Institute provided an important information about the character of the necessary changes and revealed the drawbacks in the work. The research allowed the management to avoid the gap between the needs of the staff and the ongoing transformations. The authors believe that the ISO 9001 standard may be used as a methodological basis for systematization of the problems in management and their negotiation.
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